So it makes sense that he's not a fan of the traditional job
interview, which usually entails going through his potential
hire's professional history.

"Obviously a good CV is important, but if you were going to hire
by what they say about themselves on paper, you wouldn't need to
waste time on an interview," Branson writes.

That's why he says a great question to ask your interviewee
is: What didn't you get a chance to include on
your résumé?

"As important as it is to look at what a candidate has achieved
elsewhere, I have always believed that the single most important
thing to consider is 'personality fit,'" he says. "By that I
mean, is this someone whose way of being, sense of humour, and
general demeanour will dovetail easily with your company's
culture?"

That's why he believes it's important to use the interview as a
chance to clarify any questions you may have about the
candidate's career, but to spend the majority of the time
figuring out what they're like as an actual person.

And trust your gut, Branson says. You can always teach someone
skills required for a job, but you can't teach them to adapt
their personality to your corporate culture.

Finally, if a potential hire comes into his office looking too
nervous to get a good read on them, Branson has an unusual
method of helping them loosen up. "I have often broken the ice by asking them
to tell me a joke," he writes. "It's amazing
how telling a joke, even if doing it really badly, can make
someone laugh at themselves and come out of their
shell."